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Howard University

Part Time Faculty

 
 

Adjunct faculty at Howard University are represented in their workplace by SEIU Local 500. Scroll down to apply for union membership, download your contract, view your contract highlights, and view important notices on your dues and membership.

 
 
 
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Become a member

Click here to sign up today and become a member at SEIU Local 500. Your membership gives you a voice in your workplace, a seat at the table in negotiations with your employer as well as many members-only benefits, including discounts on retail, insurance, credit, and financial health programs. Sign up now.

View your contract

Click here to download a PDF copy of your union contract.

 

+ See your union contract highlights

The tentative agreement includes improved working conditions, pay increases for most PT faculty, and new rights and protections for adjuncts teaching at Howard University.

“Non-economic’ highlights include:

  • Protections on being reappointed from semester to semester for part-time faculty who have taught at Howard for 2 calendar years (effectively removing any limitations on how long a parttime faculty member may teach at Howard)
  • Enforcement of a “just cause” standard for discipline or dismissal
  • The creation of an expansive and transparent evaluation process designed to support excellence in teaching
  • Access to the necessary materials, technologies and supplies to teach a course with reimbursement for classroom expenses, and space to prepare for class and meet students
  • The establishment of a joint Labor-Management collaboration committee for on-going problemsolving and relationship-building between part-time faculty at the Howard University administration
  • Orientations for new part-time faculty
  • A binding grievance and arbitration process for resolving disputes over the terms of the contract
  • Rights for your union to function on campus and build membership
  • The contract will be in place until June 30, 2017.

We have also made improvements in compensation and added some new benefits. These include:

  • Minimum rate of compensation per credit will be $1030 (or $3090 for a 3-credit course), retroactive to July 1, 2015.
  • All PT faculty teaching standard courses who currently earn less than $1200 per credit will receive either $1030 per credit or a 3% bonus retroactive to July 1, 2015, whichever is the greatest.
  • The contract creates a professional development fund of $10,000 from which part-time faculty may receive up to $700 per individual per year for verified expenditures for professional development activities approved by the University.
  • A course cancellation payment of $300 if the University cancels a course at any time during the period from 21 calendar days prior to the date the course begins to 21 calendar days after the date of the first class of the course.
  • Access to various benefits including the Smart Benefits commuting program, the voluntary retirement plan (non-contributory), the discount purchasing program, and Flexible Spending Accounts.

+ Learn How Your Dues Are Calculated (Beck Notice)

In accordance with Article 2 of the Labor Agreement between Howard University and Service Employees International Union, Local 500, it shall be a condition of employment that all adjunct faculty members covered by this Agreement who are members of the Union in good standing as of its effective or execution date, whichever is later, shall remain members in good standing, and those who are not members in good standing as of the effective or execution date of this agreement, whichever is later, shall, on or after the thirtieth (30th) calendar day following the later of the effective or execution date, become and remain members in good standing of the Union, or in lieu of union membership to pay an agency fee, as determined by the Union. It also shall be a condition of employment that all adjunct faculty members covered by this agreement who are hired on or after its effective or execution date, whichever is later, shall, on or after the thirtieth (30th) work day following the beginning of such employment either become and remain members in good standing of the Union, or pay an agency fee as determined by the Union.

If you choose or have chosen to be a non-member of the union, you will be charged a reduced fee proportional to the percentage of the union’s total expenditures that are not germane to collective bargaining and representation. This fee is identified as a “fair share,” or “agency,” fee, which SEIU Local 500 has determined is currently 83.3% of the dues rates, based on the average proportion for the four years preceding, which for the years 2012 through 2015, were 82%, 77%, 86%, and 88%, averaging 83.3%. The current dues rate for members is $37.00 per month for those earning $5500 or more per year from Howard, and $32.00 per month for those earning less than $5,500 per year from Howard. The fair share, or agency fee, is 83.3% of the dues rates. The fair share rates are $30.82 per pay period for those earning $5,500 or more per year from Howard, and $26.66 per pay period for those earning less than $5,500 per year from Howard. The initiation fee for agency or fair share payers will be a one-time payment of $16.66.

The fair share, or agency, fee has been calculated based on the union’s expenditures for collective bargaining, grievances and arbitrations, contract administration and representation, as well as other relevant matters affecting the terms and conditions of your employment. The union is providing you with financial information sufficient for you to assess whether the union has correctly calculated this percentage. You can find financial documents verified by the union’s independent Certified Public Accountant which provide the basis on which the chargeable fair share fee was calculated, at www.SEIU500.org/Financial. If you do not have the ability to gain access to this information on-line, you can obtain a hard copy of the financial documents by calling or writing the Union office, and requesting a copy. If you choose to challenge the union’s determination of the chargeable fair share fee rate, you must do so by mailing notice of your challenge to Merle Cuttitta, President, SEIU Local 500, 12 Taft Court, Suite 200, Rockville, Maryland. Your challenge must indicate that you are dissenting from the union’s determination of the chargeable fair share fee rate, and must be postmarked no later than twenty days from the date the union mailed or emailed the enclosed financial documents to you. Your challenge does not excuse you from paying an agency fee. Any amount of allegedly nonchargeable expenses reasonably in dispute and under challenge will be kept in a separate interest-bearing escrow account. All disputes regarding the fair share fee established by the union will be resolved through an arbitration procedure administered by the American Arbitration Association, in which an impartial arbitrator, following a hearing, will determine any challenges to the Union’s criteria, expenditures and conclusion regarding the fair share payment. No later than the next November 30, SEIU Local 500 will notify the AAA of all challenges received by that date. The AAA will then schedule a single consolidated hearing for all such challenges pursuant to its rules for impartial determination of union fees (copies available from AAA), and advise you and any other challengers of the identity of the arbitrator independently selected by the AAA to adjudicate the dispute. The AAA will then notify you and the union of the date on which a hearing will be held. The union will bear the cost of the arbitrator’s fees. However, each party is responsible for bearing its own legal costs, including acquiring transcripts and any and all additional expenditures due to preparing and/or presenting its case. There shall be no more than one fair share arbitration hearing each year. The arbitrator shall have authority to determine a fair share fee and order any adjustments therein and refunds to the challenging employees or to the union from the interest-bearing escrow account, which in the opinion of the arbitrator are warranted. The union will provide a verbatim transcription of the hearing and pay for a copy of the transcript for the arbitrator, as well as a copy for the union.

The fair share fee reflects your share of the Union’s expenditures for collective bargaining, grievances and arbitrations, contract administration and representation, as well as other matters germane to collective bargaining and relevant matters affecting the terms and conditions of your employment. The categories of activity that have been included in calculating your fair share fee include the following criteria, which have been approved by the courts:

  1. Gathering information from employees concerning collective bargaining proposals.
  2. Gathering information in preparation for the negotiation of collective bargaining agreements.
  3. Negotiating collective bargaining agreements.
  4. Adjusting grievances and conducting arbitrations pursuant to collective bargaining agreements, as well as representing employees under employment-related laws or regulations.
  5. Conducting ratification proceedings for negotiated agreements.
  6. Providing information on the negotiations, or provisions in collective bargaining agreements, as well as on matters relating to representation in the collective bargaining process and contract administration.
  7. Purchasing books, reports, and advance sheets used in matters relating to representation in the collective bargaining process and contract administration.
  8. Paying technicians and professionals in labor law, economics, and other subjects for services used in (a) negotiating and administering collective bargaining agreements, and (b) processing grievances and conducting arbitrations.
  9. Publishing those portions of newspapers and newsletters which relate to bargaining and representation.
  10. Participating in lawful impasse procedures, and fact finding, mediation, arbitration, and economic action intended to secure favorable collective bargaining agreements and favorable resolution of grievances.
  11. Prosecuting and defending litigation or charges before administrative agencies relating to ratification, interpretation, or enforcement of collective bargaining agreements.
  12. Supporting and paying affiliation fees to SEIU and subordinate bodies of the SEIU to the extent that such support and fees relate to the representational interests of the union in the collective bargaining process and contract administration.
  13. Prosecuting and defending litigation or charges relating to concerted activity, the duty of fair representation and collective bargaining process and contract administration.
  14. Providing social and recreational activities open to all represented employees.
  15. Governing the union, and conducting union elections.
  16. Conducting general membership meetings and conventions.
  17. Lobbying directed to ratifying or implementing the collective bargaining agreement.
  18. Payments for insurance, medical care, retirement, disability, and death-related benefits pro-rated with salaries for persons paid for services in carrying out the representational interests of collective bargaining and contract administration.
  19. Operating and administrative costs, with expenses such as rent, utilities, automobiles, etc., pro-rated for the portion pertaining to collective bargaining.

The fair share fee does not include any expenses, either direct or indirect, for the following activities:

  • Training and voter registration, get-out-the-vote, and political campaigns.
  • Supporting and contributing to charitable organizations.
  • Supporting and contributing to political organizations and candidates for public office.
  • Supporting and contributing to ideological causes and committees, including ballot measures.
  • Supporting and contributing to activities concerning foreign affairs.
  • Members-only benefits.
  • Litigation not related to bargaining unit matters, collective bargaining and representation.
  • Lobbying that is not directed toward ratifying or implementing the collective bargaining agreement.

Beginning January 1, 2016, those employees who are employed in more than one bargaining unit represented by SEIU Local 500, who are paying membership dues or agency fees to SEIU Local 500 for more than one contract, are entitled to request and receive a rebate from SEIU Local 500 for those dues and/or fees in accordance with the following:

  • Employee must pay membership dues or agency fees in all covered units through payroll deduction.
  • Employee must work at multiple covered employers during the same time period for which the employee is requesting a rebate.
  • Employee must apply to SEIU Local 500 for the rebate within 30 days of the completion of the semester (Higher Education), school year (K-12), or calendar year (Human Services or Nonprofit), and indicate all places of covered employment.
  • The rebate will consist of all paid dues or fees except for the employment under which the employee pays the highest amount for the period.